The job market may have changed, but applying for jobs still feels like a bad group project: all the work is on the candidate, and no one tells them what’s going on. In an era where nearly everything is optimized for user experience, the job application process remains stuck in the past.
The result? Great candidates bounce. They abandon halfway through clunky forms, get turned off by vague job descriptions, or walk away after weeks of silence. In fact, 92% of candidates say they never hear back after applying.
That’s not just bad manners, it’s bad business. A poor application experience damages your brand, increases time-to-fill, and drives top talent straight to your competitors. It doesn’t have to be this way.
Here’s how to make applying better for your candidates and your company.
Most job descriptions are either laundry lists of tasks or Frankenstein’s monster mashups of unrelated duties. Candidates read them and think: What does this job actually do? Or do they even know what they want?
Clear, honest, and candidate-focused job descriptions work better. Focus on what success looks like in the role, what the candidate will actually be doing day to day, and what they’ll get in return. That includes salary and benefits, growth opportunities, and the company’s mission.
And keep it short. Job descriptions between 200–400 words outperform longer ones significantly in terms of application rate.
If you're hiring for a critical role, treat the job description like a landing page: it should have a headline, value proposition, bullet points, and a strong call to action.
How candidates apply says a lot about your company, whether you're clunky and outdated or intentional and candidate-first. A thoughtful application flow can increase completion rates, reinforce your brand, and ensure qualified applicants don’t abandon halfway through.
Let’s start by rethinking how technology supports the process.
AI can do a lot more than screen resumes. Done right, it makes the process smoother and more human.
Agentic AI means AI that works for the candidate, not against them. It can answer questions, surface relevant roles, and guide them through each step, which is especially useful when applying via mobile or late at night.
Companies using AI this way have seen huge jumps in application completion rates and candidate satisfaction. Instead of a faceless process, candidates get helpful, conversational guidance that keeps them moving forward.
If your application process feels like a job in itself, you’re doing it wrong.
Each additional question or form field drops your conversion rate. Applications that take over 15 minutes to complete are abandoned at much higher rates—up to 75% in some cases.
Only ask what’s essential at this stage. You can collect deeper info later in the process. Right now, your goal is to get qualified candidates in the door, not bury them in admin.
Great communication turns a generic hiring process into a memorable experience. It builds trust, reflects your culture, and keeps candidates engaged, even if they don’t get the job. And it doesn’t require a massive time investment, just intention.
Here are four areas where you can significantly improve how you communicate.
One of the top frustrations candidates report? Not knowing what to expect. If they’ve taken the time to apply, the least you can do is let them know what comes next.
In the confirmation email, include a basic overview of your process. Will there be a phone screen? When should they expect to hear back? Even a general timeline sets expectations and reduces anxiety.
Transparency builds trust and prevents your team from answering the same questions over and over.
Personalization isn’t just for marketing emails. A small detail—like mentioning something from their portfolio or tailoring an interview question to their experience—can make a big impact.
Candidates are far more likely to stay engaged when they feel seen. Even just using their name and referencing the role specifically in communications helps them feel like more than a number.
There’s no excuse for ghosting. If someone has taken the time to apply, interview, or even just submit a resume, they deserve a response, even if it’s a rejection.
Ghosting damages your employer brand. Candidates talk, and those negative reviews can live online forever. Worse, it makes it harder to hire down the line, especially for companies already fighting for top talent.
If you’re short on time, use automation. A simple “We’ve decided to move forward with other candidates” is better than radio silence.
Most candidates will never know why they weren’t chosen. That’s a missed opportunity.
Giving even a few lines of constructive feedback shows respect and helps them improve for future roles. It also increases the chance they’ll apply again or recommend your company to others.
And it doesn’t have to be high-touch. Templates, quick bullet points, or tagging feedback in your ATS can make this part of the process scalable.
It’s time to stop making top talent jump through hoops. With hireEZ, you can modernize your hiring experience from start to finish. Our agentic AI guides candidates through the application process, keeping them engaged and moving forward without drop-off. With built-in outreach automation, staying personal and communicative is no longer a manual grind.
The best candidates won’t wait around. Make applying better with hireEZ.